Annual evaluations and promotions at FaceBook
Hey guys, Does anyone know how annual evaluations and promotions happen at Facebook? For example, at Amazon, employees are rated as top tier, highly valued or least effective. And every each org has to meet a fixed % for every bucket. Basically, employees are stack ranked. Similarly, promotions at Amazon include a document, detailed feedback from ~6 people and a review with org leader and their directs. I was wondering if Facebook has a similar process of stack ranking.
Evaluations are twice a year, not just once. 7 levels of performance, they determine how much bonus you get.
Are managers forced to put people on PIP just to meet the ura target every 6 months?
I'm not eng, so idk the specifics for those folks. But from what I'm gathering, there isn't a defined target. Afaik for large orgs the expectation is a somewhat bell-curved distribution of ratings, and if the curve seems to be pushed in either direction, there needs to be some explanation for it, and calibrations between managers will discuss why this is happening and whether or not it's accurate. Smaller orgs/teams can weird distributions more often, because it makes sense statistically. Also there isn't a clear cut rule for PIP from what I'm gathering. It's more of a "if you get a below average rating more than once in a row, something has to change". But as I said, I'm not eng, so take this with a grain of salt.
Thought there was no stack ranking at FB. At least that’s what a supposed E7 claimed in a separate post arguing why the PIP% was low. Stack ranking would eventually lead to PIPs.
Reality is somewhere in the middle. In calibrations you hear a lot “we don’t do stack ranking but ...”. The truth is that there are some expected rating distributions that large orgs are expected to more or less match, so there’s downward pressure on borderline cases. No Meet Mosts (the first ranking that would result in something like a PIP) in a large org would be highly scrutinized. Long story short, no hard targets but lots of explaining to do if ratings look far from the typical distribution
I see ... thank u for taking the time out to write that down. Some of the contradictions don’t make sense so helpful to have an explainer.
i recently met with a senior leader within the org who explained that they dont stack rank, but they imply suggested outcomes. managers will typically disregard/ignore. there is no firm mandate for them to bucket their rating reccos
Yep. We are Amazon with perks.
Do you have to also put people in pip bucket to meet quota?